Are you an employer of choice? Or an employer not-of-choice?

Have you recently attempted to fill a role in your business? If so, you likely encountered challenges in finding suitable candidates.

This difficulty stems from a significant imbalance in the job market, where the number of available candidates far exceeds the roles offered. According to data from Agricultural Appointments 2024 Trend and Salary Report, in January 2024, there were 525 job openings but only 100 candidates.

In today’s competitive hiring environment, attracting top talent requires more than simply offering someone a fair day’s pay in exchange for hours worked – you need to be seen as an employer of choice.

Perhaps the term "employer of choice" doesn’t resonate with you? That’s understandable.

Being an employer of choice encompasses more than being compliant with your employment practices and offering competitive salaries. It's about developing an employer brand that resonates with the values and aspirations of your ideal candidates, which involves presenting compelling reasons for candidates to choose your business over your neighbours.

Becoming an employer of choice involves rethinking every aspect of the employee experience—from benefits to workplace culture to learning and development opportunities. When you successfully position your business as an employer of choice, you’ll attract and retain high-quality talent, reduce recruitment costs, and outperform competitors.

Here are five strategies to help you enhance your status as an employer of choice. While this list is not exhaustive or prescriptive, it serves as a valuable starting point:

Purpose-Driven Business

Businesses with a clear purpose and aligned vision are better positioned to attract quality candidates. Sharing your company’s vision and mission fosters alignment and purpose within the business. When employees connect with these core values, they become more engaged and motivated, enhancing collaboration and commitment toward achieving business goals.

Employee Value Proposition (EVP)

Identify and articulate your EVP to bring it to life. A strong EVP outlines the unique benefits and rewards your business offers. A compelling EVP not only attracts talent but also enhances engagement and retention by aligning business culture, career development opportunities, and work-life balance with employee needs and expectations.

Self-Leadership

Practising self-leadership and empowering your team to lead themselves, can fosters a culture of accountability for actions, decisions, and personal growth. This approach promotes goal setting, effective time management, and a proactive mindset among team members. Gallup research shows that managers account for 70% of the variance in team engagement, underscoring the critical role of strong leadership.

Understand the Employee Experience

Focusing a positive employee experience boosts morale, enhances productivity, and reduces turnover. Candidates want to feel valued from their very first interaction, and implementing a quick, transparent, and respectful hiring process can set your business apart in the competitive market. Maintaining clear communication throughout the hiring journey ensures candidates feel connected and appreciated. Remember, your existing employees are your strongest advocates; how they share their experiences of your business as an employer in the community—whether at the pub or local sports clubs—reflects your EVP and can significantly influence your reputation as an employer (positively or negatively).

Strategic Approach

Becoming an employer of choice is not merely a branding exercise; it’s a strategic initiative that can significantly impact your farm’s success. By concentrating on attracting, retaining, and motivating your agricultural teams, you can build a resilient workforce prepared to meet modern farming challenges. In a sector where human capital is essential, investing in employees is vital for long-term sustainability and growth. By adopting this philosophy, farms can enhance operational efficiency and contribute positively to the agricultural community as a whole.

We've all encountered employers we would advise others to avoid (i.e. an employer NOT of choice). Being an employer of choice goes beyond crafting a polished EVP as a one-time effort; it's about adopting a continuous improvement mindset to your people management systems and processes. Focus on doing your best and enhancing your approach as new insights and opportunities arise – using the above as a solid starting point.

Sally Murfet is the Chief Inspiration Officer at Inspire AG and is a consultant, facilitator, and speaker specialising in people, teams and culture. Renowned for her ability to connect people with business performance, she is passionate about empowering teams to realise their full potential and collaborate effectively. Sally's expertise encompasses leadership development, team dynamics, and succession planning. She is a Certified Practising member of the Australian Human Resource Institute. Connect with her on social media at @InspireAgAus.